Recording Secretary Election – Nominee Information


Electronic ballots were sent out today to the email address we had on file from your membership form. This email will come from Simply Voting; remember to check your junk / spam folders. Voting will start on 2021-11-15 and remain open until 2021-11-22. Results will be communicated on or before 2021-11-29.

If you do not receive a ballot by 2021-11-16 and you have checked your junk / spam folders, please contact the elections committee at . Missing ballots must be reported before 2021-11-18 to ensure a new ballot can be issued in time.

In Solidarity,

CUPE Local 104 Elections Committee

Executive e-mail addresses:
Membership Form:

Bargaining Update



We continued our “at the table” bargaining sessions with the employer earlier this month. It went well and it was a productive week. We were able to continue negotiations on several articles and signed off a few more as well. We feel that we have a good momentum going with the employer and we have several more “at the table” sessions already locked in over the next few months including several days in November.


As we’ve said before, we must bargain in good faith and respect the confidentiality of the bargaining process. This allows us to have fair and open negotiations with the employer. Please remember that once we have reached a tentative agreement, it is you – the membership – who ultimately decide whether to accept the agreement.


We are striving toward a collective agreement that will apply to both categories and both groups of employees to eliminate the disparity caused by the employer. We must make sure that we are recognized for our critical and specialized roles as Public Safety Communicators.


It is especially important that all of us show solidarity with each other throughout the bargaining process. The stronger we are as a Local, the stronger our position is at the bargaining table.


Please continue to reach out directly to your Stewards or Regional Chairpersons if you have questions or concerns.

The employer published their COVID-19 vaccine policy

On October 6, the employer published their COVID-19 vaccine policy.


Their policy requires that all employees must complete an attestation by October 29 or they will be placed on administrative leave without pay as early as November 15 until they meet the employer’s vaccination requirement. Those with valid human rights exemptions (for example medical and religious) may be accommodated through means such as telework, rapid testing and increased health and safety requirements.


The employer will require an attestation (written statement from the employee) of vaccination from every employee and they may request proof of vaccination. The employer can request proof of vaccination at any time following the attestation and has indicated there will be severe consequences for any misrepresentations.


We have analyzed the employer’s position and engaged CUPE National’s legal and research specialists and we have confirmed that this policy falls within their legal rights when it comes to ensuring the safety of the workplace.


If you are unvaccinated and believe you have a reason to seek an exemption, you are encouraged to request an exemption from the employer. If you have questions about their policy and how it may impact you, you are encouraged to talk to your manager.


If you are placed on leave without pay as a result of this policy, or if your request for an exemption is denied, you are encouraged to contact your Steward or Regional Chairperson and we’ll look at it on a case-by-case basis to determine if the policy has been followed.

The policy can be found at:


2.3% Market Adjustment



We are still waiting for disclosure of certain documents from the employer. They continue to claim that they cannot release them due to cabinet confidence. The employer has advised that these documents are still with the Privy Council Office (PCO), and we are awaiting a decision on when they will be released to us.


While we wait for the PCO to make a decision, our lawyers have requested a case management conference between us, the employer, and the Federal Public Sector Labour Relations and Employment Board (FPSLREB). A case management conference is different from a full hearing. A case management conference is where both sides can engage in discussions in front of a member of the FPSLREB. We made this joint request with the employer earlier this summer and are waiting for a date from the FPSLREB.


We are hopeful that the case management conference may lead to a satisfactory resolution faster than waiting for the full FPSLREB board hearing. There is nothing stopping the employer from righting this wrong at any time by offering to give us back our 2.3% Market Adjustment.

Mandatory Vaccinations



The Government of the day announced that COVID-19 vaccinations would be mandatory for all public servants. The Prime Minister also said that only those who have a valid medical reason will be exempt. Just days later, he called an election. We know this caused anxiety for a number of our members as he mentioned that non compliance could result in disciplinary action. CUPE 104 has been very clear with the employer that we will not support any disciplinary action or termination related to protected grounds (Canadian Human Rights Act).


CUPE 104 and other federal public service agents met with the employer, Treasury Board, last week and earlier this week to discuss the issue of mandatory vaccines. Treasury Board committed to ongoing consultation with the bargaining agents in the development of the vaccine requirement policy/framework. They also confirmed that no new policy will be implemented until a new Government is formed, after the federal elections.


Nothing should be different in your workplaces at this time and until such time as new guidance comes from the Treasury Board, there should be no changes. Nobody should be asking you for your vaccination status and you are not required to divulge this to your supervisors, managers, or Health Services. Nobody should be making new rules or invoking new policies locally while we await the final guidance and if they do, we encourage you to report this to your Local Steward or Regional Chairperson.

Bargaining Update



We continue to be fully engaged in our efforts to bargain with the employer. We had an ‘at the table’ session with the employer a couple of weeks ago and it went well.

As for the recent election call, we do not have any specific details from the employer to share; however, at this point, Bargaining has certainly not stopped.

The employer likely would not be able to sign a contract during the campaign period but that was not going to happen within the next month anyway. In the meantime, we are continuing all our bargaining work.

We did not have an ‘at the table’ meeting scheduled with the employer in September due to previous scheduling conflicts so there’s no effect there.

Certainly, a new party gaining power could affect things moving forward but it’s unlikely to affect the work that has been done up to now. We do a ton of work in between ‘at the table’ sessions. As articles are tabled back and forth, we are still working on responses / rationale / counter proposals / research / etc.

It’s hard to update on bargaining because the only thing we can really say at this point is that bargaining is going well, it’s a slow process and we need to get it right. Salaries are a crucial component of our negotiations and there are many other important items in our first contract as well – all our benefits and terms and conditions of employment.

Please continue to reach out directly to your local Steward or Regional Chairperson at any time. We would much rather interact with you personally than rely solely on publicly posted updates.

Bargaining Update



Bargaining with the employer is continuing to go well. Last month, we achieved a major milestone when we exchanged initial proposals. Since then, our team continues to meet regularly. We are in regular contact with the employer, and we have virtual “at the table” sessions scheduled throughout the summer.


We are fully prepared for these more formal sessions and although we wish things were moving faster, it is of paramount importance that we get this first collective agreement right for all of us. It is especially important that we show solidarity with each other throughout the bargaining process. The stronger we are as members of our Local, the stronger our position is at the bargaining table.


We must strive toward a collective agreement that will blend both categories of employee and both groups to eliminate the disparity caused by the employer. We must also ensure that we are recognized for our critical and specialized roles as Public Safety Communicators.


We will continue to bargain in good faith and respect the confidentiality of the bargaining process. It is in all our best interests to do this so that we can have fair and open negotiations with the employer. Rest assured that when we have reached a tentative agreement, it is you – the membership – who will decide whether to accept the agreement.


Based on some feedback and questions we have we received, we want to share some background information on our Union, our bargaining team, and how some of these things work.


CUPE Locals are autonomous. This means that we, as a Local, decide what our priorities are based on what the membership wants. We have access to all kinds of resources from CUPE National such as researchers, negotiators, staff representatives, and lawyers. However, we decide the direction and mandate of our Local and we have our own bargaining team that negotiates directly with the employer.


Our bargaining team includes our lead negotiator from CUPE National, our President, and our six Regional Chairpersons. Our President and our Regional Chairpersons are all members of our Local: CMs and PSEs, IMs and TOs. This is our contract too. Our lead negotiator is also our CUPE staff representative who we have been working with closely for several years. He is an extremely experienced negotiator with previous law enforcement background. Since our inception, we have been working with our negotiator on our proposals. Even when we are working on other important tasks and representing our members, the research, learning, work, and re-work on bargaining has been continuous.


We know this is taking a long time. We are frustrated too. It is an extraordinarily complex process and scheduling with the employer does not always go as quickly as we would like. That said, we are on the right track and things are picking up. We really appreciate your continued support – the kind messages and words of encouragement go a long way to keeping us excited and energized about this historic process.


Please continue to reach out to your Stewards or Regional Chairpersons directly if you have questions or concerns.

Pay stubs and Epost

For CM’s: We have been advised that all outstanding pay stubs will be delivered to Epost by June 2nd, 2021. Information is being posted on the RCMP InfoWeb.

2.3% Market Adjustment



Our unfair labour practice complaint with the Federal Public Sector Labour Relations and Employment Board (FPSLREB) is still very active and one of our top priorities. In 2016, the 2.3% market adjustment portion of our raises was unfairly withheld by the employer. All our members should have received this 2.3%.


Lawyers on both sides of this complaint are actively engaged in discussions to sort out the outstanding disclosure issue before we can head back to a hearing. We previously requested information from the employer and they are claiming that information is protected by Cabinet Confidence. This is the cause of these latest delays and we are working through them.


The Public Service Police Operations Support group (PO – TCO and IMA subgroups) is pay matched to the Civilian Member Law Enforcement Support group (LES – IM and TO subgroups). These groups are pay matched to the Regular Member (RM) pay and have been decades. This may change during the collective bargaining process; however, our position is that it has not changed yet and no changes to this pay structure has ever been communicated to us.


In 2016, RMs were given a 2.3% market adjustment pay increase and we were denied this same pay increase. Around the same time, we applied for union certification and the RCMP has been trying to re-write history after the fact. We will not let this go. By all accounts, we should have been provided this same pay increase in 2016 and we will keep fighting to make sure that we get it.


This issue affects every single one of us and we will not give up on such an important matter.

Bargaining Update



We continue to be engaged in bargaining our first collective agreement with the employer. It is a slow process but there is still a lot of work going on. One of the first major milestones in bargaining is the exchange of proposals. We have our proposal ready to go and the official exchange will be taking place very soon.


Our Bargaining Committee meets regularly to discuss and review our proposal and strategies. This is the most important task we are currently working on. We must have a collective agreement that will blend the CMs, PSs, IMs, and TOs and ensure that the disparity created by the employer is corrected while considering the unique needs of each group.


Bargaining in good faith involves a great deal of confidentiality. We cannot share specific points in the proposed agreement until it comes time for a ratification vote. We must also not publicly share priority items or negotiating strategies because then the employer would know what is most important to us. However, we will continue to keep everyone updated with the major milestones of the collective bargaining process.